International Human Rights Conventions ← to the website
International human rights conventions emphasize the right to fair working conditions, non-discrimination and protection against exploitation – central principles that also apply to the recruitment of nursing staff from third countries. They oblige states and employers to ensure transparency, voluntariness and equal treatment throughout the recruitment process. In doing so, they form an important framework for sustainably protecting the dignity, rights and berufliche Zukunft (professional future) of internationally recruited nursing staff.

ILO Guidelines on Fair Recruitment ← to the website
The International Labour Organization (ILO) guidelines for fair recruitment define clear standards to ensure transparency, ethics and the protection of migrant workerswithin the recruitment process. Among other things, they require that employees do not incur any placement fees and that their rights are respected throughout the entire migration. Through these requirements, the ILO guidelines create a binding frame of reference for employers and placement agencies to effectively prevent exploitation and unequal treatment.

Principles and Definition of Fair Recruitment ← to the website
Fair recruitment means that recruitment processes are designed to be transparent, ethical and completely free of exploitative practices. Central principles are voluntariness, equal treatment, no costs for the recruited specialists and the protection of their rights in all phases of migration. This definition creates a clear framework that ensures that international nursing professionals are recruited respectfully, legally secure and responsibly.

IRIS Standard – Ethical Recruitment ← to the website
The IRIS Standard of the International Organization for Migration (IOM) sets binding principles for ethical and responsible recruitment. It obliges placement agencies and employers to ensure transparency, protect the rights of migrant workers and exclude any form of fees for applicants. By applying the IRIS Standard, it is ensured that international recruitment is fair, safe and in accordance with high human rights and labor law requirements.

WHO Global Code of Practice on the International Recruitment of Health Personnel ← to the website
The WHO Global Code of Practice on the International Recruitment of Health Personnel sets clear guidelines to ensure ethical, transparent and sustainable recruitment. It requires that countries of origin are not weakened and that recruited professionals are treated fairly and well integrated. The Code thus serves as a global frame of reference that promotes responsible recruitment practices in healthcare and protects health systems worldwide.

WHO list to support and protect health personnel ← to the website
The WHO list to support and protect health personnel highlights key measures to ensure that healthcare workers worldwide can work safely, respectfully and with adequate protection. It includes recommendations on fair working conditions, adequate health protection and the prevention of exploitation and occupational risks. The list thus serves as an important guide for states and employers to sustainably strengthen the working and living conditions of health personnel.

Advice centres Fair Integration ← to the website
The “Faire Integration” (Fair Integration) advice centres support immigrant workers in understanding and enforcing their rights on the German labour market. They offer independent advice on topics such as employment contracts, wages, working conditions and social security – free of charge and in several languages. In doing so, they make a significant contribution to ensuring fair employment and protecting international nursing staff from exploitation and discrimination.

Advice centre Arbeit und Leben (Work and Life) ← to the website
The advice centers of Arbeit und Leben support mobile and immigrant employees in Deutschland free of charge and confidentially with questions about employment contracts, wages, rights in the workplace and social security. They offer multilingual advice and help, in particular, people in insecure or precarious employment relationships to understand and enforce their rights. In doing so, they make an important contribution to fair working conditions and to the protection of international specialists from exploitation.

 

General Terms and Conditions (AGB) and Policy Statement of CareVisionCompany GmbH

Preamble / Commitment in accordance with the Policy Statement
The following principles are a binding component of these Terms and Conditions and apply to all business relationships of CareVisionCompany GmbH (hereinafter “CVC”).
CVC expressly commits itself to fair, transparent, and ethically responsible recruitment processes. The complete principles are reproduced below:

Principles of CareVisionCompany for the fair recruitment of nursing professionals from third countries
CareVisionCompany understands fair, transparent, and human rights-compliant recruitment processes as a fundamental component of its corporate responsibility. Our actions are not solely based on legal requirements – we consciously commit ourselves to high ethical standards and treat all people with respect, integrity, and appreciation. This attitude shapes our interactions with nursing professionals from third countries, as well as with partner institutions in Deutschland and abroad.

Our self-image
CareVisionCompany stands for socially sustainable, fair, and cooperative recruitment of international nursing professionals. We act with awareness of our responsibility towards the countries of origin, the German healthcare system, and especially the people we support on their professional journey.
Therefore, the “Employer Pays” principle consistently applies to us:
The entire placement process is free of charge for the nursing staff.

No costs & comprehensive support
Our nursing staff incur no fees whatsoever – neither directly nor indirectly. CareVisionCompany fully covers the costs for, among other things:

• the language courses from A1 to B2
• all language exams
• flight tickets to Deutschland (Germany)
• costs for measles vaccinations
• fees for embassy and visa appointments
• translations and certifications of all documents
• support with Wohnungssuche (apartment search) and furnishing
• support in the recognition process and with the residence permit

In doing so, we minimise the economic risk of our nursing staff and create fair conditions for a successful start in Deutschland (Germany).

Ethical Standards & International Guidelines
We base our actions on all relevant international standards for fair recruitment, including:

• WHO Code of Practice for the international recruitment of health personnel
• ILO General Principles and Operational Guidelines for Fair Recruitment
• ILO core labor standards, including the right to adequate remuneration
• IRIS Standards of the International Organization for Migration
• UN Guiding Principles on Business and Human Rights
• International human rights conventions, including the European Convention on Human Rights

We only recruit from countries that are not classified by the WHO as states with a critical shortage of health personnel.

Commitment to the “Faire Anwerbung Pflege Deutschland” (Fair Recruitment Nursing Germany) seal of approval
As the holder of the RAL seal of approval, we meet all the requirements of the state-recognised quality standard. These include in particular:

1. Written form of all relevant contract and process information
2. Free of charge of the entire service for nursing professionals
3. Limitation of the economic risk for the applicants
4. Transparency on structures, processes and services
5. Sustainability and participation in the cooperation
6. Overall responsibility across the entire service chain

Waiver of commitment and repayment obligations

We expressly commit ourselves to:

• to waive commitment and repayment obligations in the placement contracts with the nursing professionals, with the exception of the
following special cases:

• during the first 50 lessons,
• if the program has to be terminated for health reasons (proof required),
• in case of pregnancy,
• in case of force majeure,
• in the event of the loss of a close family member,
• in the event of a proven violation by CVC of the criteria from the requirements catalogue for the RAL Gütezeichen Faire Anwerbung Pflege Deutschland (Fair Recruitment Nursing Germany)

• not to arrange placements in employment contracts that contain commitment or repayment obligations, insofar as these relate to costs
of the placement.

In doing so, we ensure that international nursing staff are not burdened by financial dependencies or unfair contractual clauses.

Human Rights, Labour Rights & Anti-Discrimination
We guarantee a recruitment and working environment that is free of discrimination, forced labour, harassment and exploitation. This includes:

• equal treatment of all specialists – regardless of origin, religion, gender, age or sexual orientation
• fair, safe and non-discriminatory working conditions
• clearly regulated, protected and easily accessible complaints procedure
• protection of personal data and confidential treatment of all sensitive information

Legality & Integrity
CareVisionCompany complies with all applicable laws of the countries involved, including:

• labour law regulations
• migration law regulations
• bilateral agreements
• data protection and security regulations

Illegal practices, corruption, bribery or inadmissible advantages are strictly rejected. We also expect this attitude from all partners.

Fair Competition & Protection of Intellectual Property
We ensure fair competition, avoid anti-competitive agreements and handle our own and third-party intellectual property responsibly. Business secrets are treated confidentially.

Sustainability, responsibility & humanity
Sustainable management, respect for people and cultures, and the careful use of resources are part of our self-image.

Our values are:

• Humanity
• Loyalty
• Transparency
• Respect
• Sustainability
• social responsibility

Documentation & Quality Assurance
We document all processes comprehensibly and correctly, create transparency towards nursing staff and partners and ensure that no relevant information is withheld or improperly changed.

Integration & Preparation of the Facilities
CareVisionCompany supports not only the specialists, but also the employers:

• intercultural preparation
• creation of a welcoming culture
• support with questions of authority communication

Through these measures, we promote long-term retention and successful integration in the team.

Consequences in case of violations
Violations of our principles lead to clear measures, including:

• termination of cooperations
• reporting of serious cases to relevant authorities
• reimbursement of improperly collected fees to affected nursing staff

These principles are a binding component of the General Terms and Conditions of CareVisionCompany GmbH.
The declaration of principles is freely accessible and easily found on the CVC websites.
Insofar as the content of this declaration of principles and the General Terms and Conditions are identical in content, this will be clearly indicated on the respective websites.

1) Scope

1.1 These Terms and Conditions apply to all business relationships between CareVisionCompany GmbH, Berger Str. 3, 61138 Niederdorfelden (hereinafter “CVC”) and its customers (employers in the health and care sector).

1.2 Deviating or supplementary conditions of the customer only apply with the express written consent of CVC.

2) Subject of the contract

2.1 CVC places qualified foreign nursing professionals in Krankenhäuser as well as old people’s and nursing homes.

2.2 The placement service includes all steps of recruitment, preparation, support, and integration along the complete service chain in accordance with RAL quality seal requirements.

2.3 The Principles of CareVisionCompany for the fair recruitment of nursing professionals from third countries, fully reproduced, are part of the contractual relationship.

3) Conclusion of contract

3.1 A contract is concluded by written confirmation of the placement agreement by CVC.

3.2 Offers from CVC are subject to change and non-binding.

4) Obligations of CVC

4.1 CVC places nursing professionals according to the jointly defined requirement profiles.

4.2 CVC ensures that all nursing professionals have the necessary professional qualifications, recognition documents, and residence permits or are supported in the recognition process.

4.3 CVC guarantees full compliance with the listed principles, in particular:

• complete freedom from costs for the nursing professionals (“Employer-Pays-Prinzip”),
• human rights-compliant, non-discriminatory, and transparent processes,
• Orientation to international standards (WHO Code, ILO principles, IRIS standards, etc.),
• Documentation and traceability of all process steps.
• no placement in employment contracts that contain commitment or repayment obligations in relation to placement or directly related costs, as well as carrying out documented checks before each contract is concluded.

5) Obligations of the customer (employer)

5.1 The customer provides CVC with all information relevant to the placement.

5.2 The customer undertakes to comply with all labor, migration, recognition, and data protection regulations.

5.3 Integration & Onboarding:
The customer undertakes to maintain measures for:

• operational and social integration of nursing professionals,
• promotion of the German language in the workplace,
• structured onboarding including mentoring or practical guidance,
• creation of a welcoming and error culture,
• support with onboarding in the team.

5.4 The customer guarantees non-discriminatory working conditions.

6) Remuneration

6.1 The remuneration is based on the respectively valid price list or individually agreed conditions.

6.2 Payments are due within 10 days of invoicing without deduction.

7) Reservation of verification, control and duties to cooperate

7.1 General audit reservation:
CVC is entitled to regularly check compliance with all requirements of these Terms and Conditions and the policy statement.

7.2 Event-related audit reservation:
If there are indications of violations, CVC is entitled to

• request relevant information,
• evaluate processes at the customer’s site,
• demand measures to remedy the violation.

7.3 The customer undertakes to actively cooperate and provide necessary information.

8) Termination

8.1 The placement contract can be terminated by the customer with a notice period of 14 days.

8.2 In the event of termination, the customer only owes those fees that have already become due or for services that have demonstrably begun.

8.3 If an employment contract is concluded between the customer and a nursing professional introduced by CVC within 6 months of termination, the full placement fee becomes due.

8.4 Right of termination in the event of violations:
CVC is entitled to terminate the contract without notice if the customer:

• repeatedly or seriously violates these Terms and Conditions,
• the policy statement,
• international standards for fair recruitment,
• or violates labor law, migration law, or discrimination law requirements.

8.5 In the event of termination for such reasons, CVC retains a claim to the contractually agreed remuneration.

9) Employer-Pays-Principle, repayment and criterion

9.1 Freedom from costs for nursing professionals:
The Employer-Pays-Prinzip applies. The placed nursing professionals may not incur any costs for services directly related to the placement.

9.2 Cost coverage by the employer:
According to the polluter-pays principle, the employer bears all costs incurred in the context of recruitment.

9.3 Commitment and repayment clauses:

• All repayment obligations are presented completely, clearly, and transparently in these Terms and Conditions.
• Before the contract is concluded, the individual cost items and the maximum repayment amount are specified and highlighted (e.g., bold).
• The nursing professional has expressly agreed to these Terms and Conditions.

9.4 Repayment in case of premature withdrawal from the language course in the country of origin:

• A repayment is only permitted if the nursing professional is responsible for the withdrawal.
• The nursing professional receives monthly right of termination and can pay the repayment in installments.

9.5 Exclusion of repayment regardless of the fault of the nursing professional:
A repayment may not be demanded in the following cases:

• during the first 50 lessons,
• in case of termination for health reasons,
• in case of pregnancy,
• in case of force majeure,
• in the event of the loss of a close family member,
• in the event of a verifiable violation of the company against the criteria of the RAL quality mark “Faire Anwerbung Pflege Deutschland”.

9.6 Reimbursable costs:
Only actually incurred costs up to the time of withdrawal may be included in the repayment amount for:

• Participation in the language course in the country of origin,
• Language test in the country of origin,
• if applicable, payments to secure the livelihood during language acquisition in the country of origin,
• Administrative fees for translations, certifications, visas, and the determination of equivalence.

9a) Prohibition of commitment and repayment obligations in employment contracts

9a.1 Binding assurance
CVC expressly assures that no placement in employment relationships takes place that contain commitment or repayment obligations, insofar as these concern the placement service or directly related costs.

9a.2 Transfer of obligation
This obligation becomes a binding component of all contractual relationships with:

• placed employers,

• Cooperation partners,

• Subcontractors,

• as well as other third parties involved in the recruitment and integration chain.

CVC obliges these parties contractually not to agree, not to apply, and not to circumvent corresponding clauses.

9a.3 Verification mechanisms before conclusion of contract
CVC carries out before the conclusion of an employment contract with a placed nursing specialist documented checks, in particular:

• Review of the proposed employment contract drafts or relevant contract components,

• Comparison with the criteria of the RAL quality mark “Faire Anwerbung Pflege Deutschland”

• Documentation of the audit and its result.

A placement does not take place if the employment contract contains inadmissible commitment or repayment clauses.

9a.4 Measures in case of violations
If inadmissible clauses are subsequently determined, CVC is entitled and obliged

• to suspend or terminate the placement,

• to demand the removal of the clauses,

• as well as to terminate the cooperation without notice in the event of serious or repeated violations.

9b) Responsibility for business partners and obligation to reimburse

9b.1 Overall responsibility in the service chain
CVC assumes overall responsibility for compliance with the principles laid down in these GTC and in the declaration of principles along the entire service chain, including the activities of:

• Cooperation partners,

• Subcontractors,

• Placement agencies,

• as well as other third parties who act on behalf of or with the knowledge of CVC.

9b.2 Liability for violations by business partners
Violations of these GTC or of the principles of fair recruitment by the aforementioned third parties will be attributed to CVC, insofar as they are active within the scope of the placement or recruitment processes.

9b.3 Obligation to reimburse nursing professionals
In the event of such a violation, CVC undertakes to fully reimburse all payments unlawfully collected or arranged by nursing professionals, regardless of whether these payments were made directly to CVC or to third parties.

9b.4 Independence from the fault of the nursing professional
The obligation to reimburse exists regardless of any fault on the part of the nursing professional.

9b.5 Recourse against third parties
Any recourse or indemnity claims by CVC against the business partners causing the damage shall remain unaffected.

10) Recognition procedure in Deutschland

10.1 CVC informs the customer about the legal regulations of the recognition procedure in accordance with the Nursing Professions Act.

10.2 The customer undertakes to support nursing staff in the recognition procedure and to respect the freedom of choice between the possible compensation measures:

• Knowledge test
• Adaptation course

10.3 The employer must ensure that the general conditions for the implementation of the chosen compensation measure are in place at the company.

11) Public accessibility of the policy statement

11.1 The principles of CareVisionCompany for the fair recruitment of nursing staff from third countries are published freely accessible and easily discoverable on the CVC websites.

11.2 If the contents of the General Terms and Conditions and the policy statement are identical in whole or in part, this will be clearly and unambiguously indicated on the respective website.

11.3 CVC ensures that nursing staff, employers and cooperation partners have access to this information before the contract is concluded.

12) Data protection

12.1 In accordance with § 298 SGB II, the contracting parties are obliged to treat documents and information from applicants confidentially. This obligation continues to exist even after termination of the contract.

12.2 The client must return documents handed over by CVC upon request or delete them immediately in the event of electronic transmission. This does not apply to documents of an applicant with whom the client has concluded a contract.

12.3 CVC processes personal data of the customer and the placed nursing staff exclusively within the framework of the statutory provisions.

12.4 Further information on data protection can be found in CVC’s data protection declaration.

13) Liability

13.1 CVC is only liable for intent and gross negligence. In the event of slight negligence, CVC is only liable in the event of a breach of essential contractual obligations.

13.2 Liability is limited to the typically foreseeable damage.

13a) Liability for business partners and obligation to reimburse

12a.1 Overall responsibility along the service chain
CareVisionCompany GmbH assumes full responsibility for compliance with these GTC and the declaration of principles along the entire service chain.
This includes in particular violations by:

• Business partners,

• Cooperation partners,

• Subcontractors,

• Language schools,

• Placement agencies

• as well as other third parties who are involved in the recruitment, placement or integration processes.

13a.2 Attribution of violations by third parties
Violations by the aforementioned third parties will be attributed to CVC, insofar as they are related to services that are part of the service owed by CVC or occur with the knowledge and approval of CVC.

13a.3 Obligation to reimburse nursing professionals
In the event of a violation, CVC undertakes to fully reimburse all payments unlawfully collected or arranged by nursing professionals, regardless of

• whether the payment was made directly to CVC or to third parties,

• whether CVC had knowledge of the violation,

• or whether the violation was caused by a business partner.

13a.4 Independence from the fault of the nursing professional
The obligation to reimburse exists regardless of any fault on the part of the nursing professional.

13a.5 Reservation of recourse
Any recourse or indemnity claims by CVC against third parties causing the damage shall remain unaffected.

14) Final provisions

14.1 Amendments and supplements to these General Terms and Conditions must be made in writing.

14.2 Should individual provisions of these General Terms and Conditions be or become invalid, this shall not affect the validity of the remaining provisions.

14.3 The law of the Federal Republic of Deutschland applies. The place of jurisdiction is the registered office of CVC.

Status: November 2025

CareVisionCompany GmbH
Berger Str. 3
61138 Niederdorfelden
Deutschland

Complaints procedure for nursing professionals

CareVisionCompany GmbH (hereinafter “CVC”) is committed to fair, transparent and human rights-compliant recruitment and placement processes. Nursing professionals have the right at any time to bring forward complaints or indications of possible violations of these principles safely, confidentially and without disadvantage.

This complaints procedure applies to all nursing professionals who are or have been in the recruitment, preparation, recognition or integration process with CVC.

1. Purpose of the complaints procedure

The complaints procedure serves to

• identify possible violations of legal requirements,
• the principles of fair recruitment,
• the General Terms and Conditions of CVC,
• international standards (e.g. WHO, ILO, IRIS),
• or against human and labour law requirements

to recognise, clarify and effectively remedy them at an early stage.

2. Contact person for complaints

Nursing professionals can contact the following contact person directly with complaints, indications or questions:

Mr. Oguz Ince
Managing Director – CareVisionCompany GmbH
📧 E-mail: oi@cvc.care
📞 Telephone: +49 (0)6101 1297910

Complaints can be submitted in writing, by telephone or electronically.

3. Confidentiality & Protection against Discrimination

All complaints will be treated confidentially.
Nursing professionals must not be subjected to any disadvantage, reprisal or discrimination because they submit a complaint or participate in the investigation.

At the request of the complainant, the complaint can be made confidentially or anonymously, insofar as this is legally and factually possible.

4. Procedure and processing time

1. Acknowledgement of receipt:
   Every complaint will be acknowledged immediately, at the latest within 7 calendar days.
2. Examination and evaluation:
   CVC examines the facts carefully, objectively and independently.
   If necessary, relevant business partners or subcontractors are involved.
3. Processing time:
   The complaint will be processed and a decision made within three weeks at the latest from receipt of the complete complaint.
4. Feedback:
   The complainant will be informed of the result and the measures taken, insofar as legally permissible.

5. Remedial measures for justified complaints

If a complaint is classified as justified, CVC will take appropriate and effective remedial measures, in particular:

• Reimbursement of payments unlawfully collected or arranged to nursing professionals;
• Correction or cancellation of unlawful contractual clauses;
• Obligation of business partners or third parties to provide immediate remedy;
• Adjustment of internal processes and control mechanisms;
• Termination of cooperation with business partners in the event of serious or repeated violations;
• Notification to competent authorities or bodies, if required by law.

6. Information for nursing professionals

Nursing professionals will be informed in an understandable and appropriate form about this complaint procedure:

• before or at the start of the recruitment process;
• in writing (e.g. as a document or link);
• and again at any time upon request.

The contact methods and the procedure are clearly explained.

7. Whistleblower Protection Act (HinSchG)

If complaints or reports concern facts that fall within the scope of the Whistleblower Protection Act (HinSchG), the corresponding legal regulations shall apply.

Whistleblowers enjoy the legally provided protection, in particular against discrimination or reprisals.
Reports can also be made within the framework of the internal or external reporting offices provided for this purpose in accordance with the HinSchG.

8. Documentation & Quality assurance

All complaints and the measures taken are properly documented and are incorporated into CVC’s ongoing quality and risk analysis in order to prevent future violations.

To the complaint form